TOTAL REWARDS YOUR BENEFITS

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1 TOTAL REWARDS YOUR BENEFITS

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3 TOTAL REWARDS As a part of achieving our Desired State at The Schwan Food Company, our subsidiaries strive to offer a competitive Total Rewards package that meets the needs of today s employees. But what do we mean by Total Rewards? Total Rewards represents all of the components that make up the compensation and benefits of working for a Schwan subsidiary. Here s a quick look at your Total Rewards: Competitive wages. Your compensation is carefully evaluated on a yearly basis to ensure you are being paid a competitive rate within the industry and communities in which we compete. WHAT IS TOTAL REWARDS Variable incentive pay. When The Schwan Food Company does well, it s important to reward employees who execute the company s business plan. Through our annual incentive plans (for eligible employees) and our profit sharing program (for eligible employees who do not participate in the annual incentive plans), we are rewarding all employees for achieving success as one Schwan team. Insurance benefits. We want all employees and their families to have access to important insurance benefits that help make health care and other services more affordable. We offer a wide range of insurance options that cover employees needs and their families. Health plans Disability plans Dental plans Life insurance plans Vision plans Long Term Care Employee health, wellness and safety. Employee health, wellness and safety are important to ensuring a high quality of life for employees and executing against our Desired State business priorities. We are committed to offering comprehensive programs that create awareness and help employees achieve their personal health and safety goals. All employees are encouraged to utilize the resources and programs available. Health assessments & screenings Tobacco cessation program - Safety training programs Health coaching programs Fitness center discounts - Commitment to safety culture Diabetes prevention programs Employee & Family Resource Program Retirement savings plan. Retirement benefits are important to planning for a strong financial future. Through The Schwan Food Company Retirement Plan, there are two programs available to assist employees. The 401(k) program encourages employees to lead the way in their retirement planning, with the company matching contributed dollars up to certain limits. The profit sharing program allows for annual company contributions into eligible employees retirement accounts based on the company s overall financial results.we also provide tools and resources to support you in understanding your financial retirement needs. Paid time off. We offer paid time off and paid holidays to employees. Our goal at The Schwan Food Company is to have a culture of meaningful participation in which customers, consumers and employees are advocates for our company, brands and services. Our Total Rewards package plays an important role in demonstrating to current and potential employees our strong commitment to being an employer of choice. Each offering supports our Desired State and aligns with our vision to be a company that offers great opportunities. For more detailed information, visit 1

4 INSTRUCTIONS What s my best source for information about the company benefits? On the Web To view the benefits program online, visit com. (Your Username is schwans and your Password is Benefits1). By Phone or For questions about your benefit plans, call the Benefits Department: Call toll-free , option 4 or Ext Monday Friday 8:00 am 5:00 pm central time. benefits@schwans.com. How do I enroll in / decline the Health and Insurance benefits? You should complete the Benefit Plans Enrollment Process as part of your new hire process and should be done whether you enroll for Health and Insurance benefits or decline them. When is my enrollment due? As a new employee, please complete your enrollment for Health and Insurance benefits within one (1) week of your date of hire. Who is eligible for Health and Insurance benefits? If you are a regular employee who is anticipated to work 30 or more hours per week, you are eligible for benefits. If you are a part-time employee, working less than 30 hours per week, but not seasonal, temporary, occasional or an intern, you are eligible to enroll in the Aetna Voluntary Plans for part-time employees. For more information about the Aetna Voluntary Plans visit > My Insurance > I m a Part Time Employee. For additional information regarding a dependent s eligibility for benefits, please contact the Benefits Department. Health Plan Notices Required by the Health Insurance Portability and Accountability Act of 1996 (HIPAA) HIPAA Notice of Special Enrollment for Health Plans If you are declining enrollment for yourself or your dependents (including your spouse) because of other health insurance or group health plan coverage, including Medicaid coverage or coverage under a state children s health insurance program, you may, in the future, be able to enroll yourself and your dependents in this plan if you or your dependents lose eligibility for that other coverage (or if the employer stops contributing towards your or your dependents other coverage). However, you must request enrollment within two months after you or your dependents other coverage ends (or after the employer stops contributing toward the other coverage). In addition, if you have a new dependent as a result of marriage, birth, adoption, or placement for adoption, you may be able to enroll yourself and your dependents. However, you must request enrollment within two months after the marriage, and within three months of a birth, adoption, or placement for adoption. If you or your dependents become eligible for state premium assistance under this plan from Medicaid or through a state children s health insurance program, you may be able to enroll yourself and your dependents if you request enrollment within two months after the date you or your dependents are determined to be eligible for such premium assistance. To request special enrollment or obtain more information, contact the Benefits Department at , ext or , option 4. This notice is being provided as part of the Patient Protection and Affordable Care Act (PPACA). All employees, including those who are seasonal, temporary, occasional or an intern, are eligible to use the Employee & Family Resources Program, Health Advocate and the Wellness Programs. When are my Health and Insurance benefits effective? If you are a new employee other than those listed below, your benefits are effective one (1) month after your first day at work. You are eligible for benefits to be effective two (2) months from your first day at work if you are a new employee of: - Schwan s Home Service, Inc. (commissioned) - Salina/Marshall Transportation (miscellaneous and hourly) - Plant and Distribution Center (hourly) The disability coverage for all employees goes into effect six (6) months from your first day at work. All enrollments must be received prior to the effective date of benefits. Who is an eligible dependent for Health and Insurance benefits? Spouse, meaning a person to whom the covered employee is legally married (excluding domestic partnerships and any common law marriage). A common law spouse is an eligible dependent for spouse life insurance only. Children to age 19 - Natural-born - Legally adopted and children lawfully placed for legal adoption - Stepchildren - Foster children and children under legal guardianship - Grandchildren who live with the covered employee and are claimed as dependents - Children required to be covered by a Qualified Medical Child Support Order Unmarried disabled dependent children who reach the age limit while covered under these benefits Dental, Vision, and Child Life: Unmarried dependent children as defined above to their 25th birthday, if full-time students Health Only: children (as defined above, excluding grandchildren) to their 26th birthday Availability of Summary Health Information As an employee, the health benefits available to you represent a significant component of your compensation package. They also provide important protection for you and your family in the case of illness or injury. Your plan offers a series of health coverage options. Choosing a health coverage option is an important decision. To help you make an informed choice, your plan makes available a Summary of Benefits and Coverage (SBC), which summarizes important information about any health coverage option in a standard format, to help you compare across options. The SBC is available on the web at: com, click on My Insurance and the 2016 Summary of Benefits & Coverage link. A paper copy is also available, free of charge by calling , option 4 (a toll-free number). Availability of Notice of Privacy Practices All new employees receive a Notice of Privacy Practices for the health plans prior to enrollment. If you would like a copy of the current Notice of Privacy Practices for the health plans, please contact the Benefits Department at , ext or , option 4. In addition, a copy of the Notice may be found at (Username schwans Password Benefits1). Who is eligible for the Retirement Savings Plan and when is it effective? All new employees are immediately eligible to contribute to the 401(k) Program. To be eligible to receive the company match on your contributions, you must have 12 months of employment in which you worked at least 1,000 hours. New employees, not on a bonus or sales incentive plan, are eligible for the Profit Sharing Program. Enrollment is automatic; no action on the part of the employee is required. To receive the annual contribution, you must have worked at least 500 hours in the calendar year and be employed on the last day of the calendar year. 2

5 HEALTH The company offers three health plan options from Blue Cross Blue Shield (BCBS): HRA Plan HSA1 Plan HSA2 Plan What are the benefits of each health plan option? For more information about the plan benefits, please refer to the health plan benefit charts in the BCBS Plan Overview guide. The charts provide details of all the health plan options. How do I use my health plan? Whichever BCBS plan you choose, you will receive an identification card for each person covered under your plan. Present this card at each doctor visit to make sure your claims are filed correctly. Do I need to use BCBS in-network providers? When you use a BCBS in-network provider, you will receive the highest level of benefits and pay the least amount. Your claims will also be filed for you. If you see a health care provider that is not in the plan s network, you will pay more of the cost. How do I find BCBS in-network providers? You can call BLUE (2583). Or, visit the website at and search under Find a doctor. When should I use Prim or 90dayRx Pharmacies? You should use Prim and/or a 90dayRx pharmacy for your prescription refills if you are or will be taking a drug for more than two months. Please note that the HRA Plan requires that you use Prim or a 90dayRx pharmacy for refills or no prescription benefit is available. However, using Prim or a 90dayRx pharmacy saves money for anyone participating in any health plan option. See the BCBS Plan Overview guide for information on how to use Prim and 90dayRx pharmacies. How often can I change my health plan option? You and your dependents, if covered under your health plan, may change to another option during the annual benefit enrollment period only. This period occurs each fall. If you select a new plan during the annual benefit enrollment period, your plan option change will be effective the following January 1st. How much do the health plans cost? The company will pay for a portion of your health plan premium. Below is what we ask you to contribute. If you enroll in health coverage, your health plan contribution amount will be deducted automatically from your pay. See the Wellness section on page 10 to learn more about earning a health plan premium reduction by completing the Health Assessment, Health Screening and Tobacco Declaration by you and your spouse (if enrolled). If you do not make a health plan election, you will NOT be enrolled in health coverage. HEALTH - PLAN COMPARISON Health Reimbursement (HRA) Health Savings - 1 (HSA1) Health Savings - 2 (HSA2) Deductible (in-network) $2,000 Employee only $4,000 Employee+1/Family $2,500 Employee only $5,000 Employee+1/Family $3,000 Employee only $6,000 Employee+1/Family Account Funding $300 Employee only $600 Employee+1/Family $300 Employee only $600 Employee+1/Family None Out-of-Pocket Maximum (includes deductible, in-network) For employee+1 or more coverage there is a separate individual maximum. The family maximum amount must then be met by one or more of the remaining family members. $3,500 Employee only $6,850 individual, up to $7,000 per Employee+1/Family $3,500 Employee only $6,850 individual, up to $7,000 per Employee+1/Family $4,000 Employee only $6,850 individual, up to $8,000 per Employee+1/Family Physician Visits Subject to deductible and co-insurance Subject to deductible and co-insurance Subject to deductible and co-insurance Preventive Care 100% of allowed amount 100% of allowed amount 100% of allowed amount Prescription Drugs $10 co-pay for generic $35 co-pay for formulary brand or $70 co-pay for non-formulary brand and specialty drugs Subject to deductible and co-insurance Subject to deductible and co-insurance Co-Insurance (in-network) 20% employee paid 80% health plan paid 20% employee paid 80% health plan paid 20% employee paid 80% health plan paid Healthy Rewards Health plan premium reduction & additional account funding available. See page 10 for more details. Health plan premium reduction & additional account funding available. See page 10 for more details. Health plan premium reduction & additional account funding available. See page 10 for more details. 3

6 COST CALCULATOR COST CALCULATOR 1. Healthcare expenses You can t predict everything that will happen next year, but you probably have an idea about some of the medical care you ll need. These questions can help you estimate your costs. Preventive care is covered at 100% of eligible expenses Other healthcare expenses Do you know of any other healthcare you ll need for this year? Prescription drugs What prescription drugs do you know your family will need this year? (Use prescription drug cost estimates to get an idea of your costs or visit com for a drug cost estimator.) Health Reimbursement (HRA) Health Savings - 1 (HSA1) Health Savings - 2 (HSA2) $ 0 $ 0 $ 0 $ $ $ $ $ $ 2. Schwan s account funding This is the maximum annual amount that the company will contribute into your Health Savings Account (HSA) or Health Reimbursement Account (HRA). (Employee Only = $300 Employee+1/Family = $600) The HSA annual amount is prorated based on when your health plan goes into effect. Maximum Maximum $ -300/600 $ -300/600 $ 0 3. Healthy Rewards This is the annual amount that you plan on earning through Healthy Rewards, which will be contributed to your HSA or HRA. (Annual Maximum $200). $ - $ - $ - 4. Your Health Savings Account (HSA) contribution This is the tax-free amount that you plan to put into your HSA to help pay for your future healthcare expenses. You cannot contribute to an HSA if you are enrolled in the HRA plan. 5. Annual Premium contributions Please refer to the chart below, select the correct premium to fill in the blank to the right. $ 0 $ $ $ $ $ TOTAL EXPECTED COST $ $ $ BCBS Health Plans Weekly and Biweekly Rates BENEFIT EMPLOYEE ONLY EMPLOYEE + CHILD/CHILDREN EMPLOYEE + SPOUSE EMPLOYEE + SPOUSE + CHILD/CHILDREN HEALTH PLAN OPTIONS Healthy Rewards Participants* Healthy Rewards Non-Participants* Healthy Rewards Participants* Healthy Rewards Non-Participants* Healthy Rewards Participants* Healthy Rewards Non-Participants* Healthy Rewards Participants* Healthy Rewards Non-Participants* Weekly Biweekly Weekly Biweekly Weekly Biweekly Weekly Biweekly Weekly Biweekly Weekly Biweekly Weekly Biweekly Weekly Biweekly HRA $29.62 $59.24 $41.16 $82.32 $66.23 $ $77.77 $ $72.01 $ $83.55 $ $94.98 $ $ $ HSA1 $16.08 $32.16 $27.61 $55.22 $37.67 $75.34 $49.21 $98.42 $41.27 $82.54 $52.81 $ $54.46 $ $66.00 $ HSA2 $6.96 $13.92 $18.50 $37.00 $18.34 $36.68 $29.88 $59.76 $20.47 $40.94 $32.01 $64.02 $ $38.57 $77.14 *In order to receive the lower Healthy Rewards Participant premium, health plan enrolled employees AND their enrolled spouses must complete a Health Assessment, Health Screening and declare to be tobacco free.** **Or complete a reasonable alternative program. For more information on how to enroll in the program, visit MyRedBrick.com/Schwan or contact Stop Smoking Support directly at BLUE (2583) to enroll. 4

7 What tools are available through BCBS? There are many tools and resources available at com/schwan. One of the tools available is the Find a Doctor web tool. It is available for you and your family members to use to find the highest quality, lowest cost services in your area. In addition, once you are registered with the Find a doctor web tool, you will receive medical savings alerts, prescription drug savings alerts and preventive screening reminders based on your individual information. What if I have more questions? Refer to the BCBS Plan Overview guide for more information about these plans. You can also go to the benefits website at The benefits described here are only a summary. The Master Contract provides for all benefits, costs and claims processing. HEALTH SAVINGS ACCOUNT (HSA) If you are enrolling in the HSA1 or HSA2 Plan you will want to consider using an HSA account, which works alongside your health plan. What is an HSA? An HSA is a tax-free account that lets you save and pay for your healthcare expenses. Your HSA account is an ideal way to save, and pay for healthcare needs now and in the future. Some advantages are: No taxes are taken out of the money you contribute to your HSA You earn interest on your account and the earnings are not taxed The money you take out for eligible healthcare expenses is tax-free If you don t use all the money in your HSA, it keeps growing year after year The money is yours, even if you leave the company How does an HSA account work with the HSA1 Plan? If you are enrolled in the HSA1 Plan, an HSA account will automatically be set up for you through SelectAccount. The company will fund your account up to a set amount. The company contribution will be made on a monthly basis and will be pro-rated based upon your date of enrollment in the plan. The maximum company contribution for the calendar year will be $300 Employee Only or $600 Employee + One or More Dependents. For example: Employee Only Insurance Effective: April 1, 2016 Date Eligible for first Company HSA contribution: May 1, 2016 Amount of Company contribution: Maximum yearly Company contribution = $300 Maximum monthly Company contribution = $ = $25 Months left in the calendar year (May December) = 8 $25 x 8 = $200 (amount that Company will put into your HSA) Employee + Two or More Insurance Effective: April 1, 2016 Date Eligible for first Company HSA contribution: May 1, 2016 Amount of Company contribution: Maximum yearly Company contribution = $600 Maximum monthly Company contribution = $ = $50 Months left in the calendar year (May December) = 8 $50 x 8 = $400 (amount that Company will put into your HSA) Can employees contribute to their own HSA account with the HSA1 Plan? Yes, employees can contribute to their own HSA account to help save for future healthcare expenses. In 2016, you may contribute up to $3,350 for Employee Only or up to $6,750 for Employee + One or More Dependents. However, because the company is contributing to your account on your behalf, the maximum that you can contribute through payroll contributions is $3,050 for Employee Only or $6,150 for Employee + One or More Dependents. Also, keep in mind that if you earn Healthy Rewards, you will be eligible for up to an additional $200 to be put into your account and will need to reduce the total amount of your contribution by the Healthy Rewards you plan to earn. Refer to the RedBrick Health Overview Guide for more information about how to earn Healthy Rewards contributions to your HSA account. If you are age 55 to 64 any time during the plan year, you may contribute an additional catch-up amount of up to $1,000 into your HSA account. If you are age 65 or turning age 65 in 2016, you will not be able to contribute to an HSA account. You will be eligible for a special 65+ HRA account, so that you can continue to receive company account funding and healthy reward wellness contributions. HSA ACCOUNT EMPLOYEE CONTRIBUTION AMOUNTS ALLOWED FOR THE HSA1 PLAN Maximum HSA Contribution Allowed by Federal Law Maximum HSA Contribution Allowed through Payroll Contribution (Federal Maximum less Schwan s HSA Account Funding) Employee Only $3,350 $3,050 Employee + One or More Dependents $6,750 $6,150 Remember, if you plan on earning the $200 in Healthy Rewards, you must reduce your HSA account contribution by this amount, so that you do not exceed the maximum allowed by Federal Law. How does an HSA account work with the HSA2 Plan? If you are enrolled in the HSA2 Plan, an HSA account will automatically be set up for you through SelectAccount. However, unlike the HSA1 Plan, the Company will not contribute money to your HSA account if you are enrolled in the HSA2 Plan. Can employees contribute to their own HSA account with the HSA2 Plan? Yes, employees can contribute to their own HSA account to help save for future healthcare expenses. In 2016, you may contribute up to $3,350 for Employee Only or up to $6,750 for Employee + One or More Dependents. Also, keep in mind that if you earn Healthy Rewards, you will be eligible for up to an additional $200 to be put into your account, and will need to reduce the total amount of your contribution by the Healthy Rewards you plan to earn. Refer to the RedBrick Health Overview Guide for more information about how to earn Healthy Rewards contributions to your HSA account. If you are age 55 to 64 any time during the plan year, you may contribute an additional catch-up amount of up to $1,000 into your HSA account. If you are age 65 or turning age 65 in 2016, you will not be able to contribute to an HSA account. You will be eligible for a special 65+ HRA account, so that you can continue to receive company account funding and healthy reward wellness contributions. HSA - HRA 5

8 HSA - HRA HSA ACCOUNT EMPLOYEE CONTRIBUTION AMOUNTS ALLOWED FOR THE HSA2 PLAN Maximum HSA Contribution Allowed by Federal Law & Allowed through Payroll Contribution Employee Only $3,350 Employee + One or More Dependents $6,750 Remember, if you plan on earning the $200 in Healthy Rewards, you must reduce your HSA account contribution by this amount, so that you do not exceed the maximum allowed by Federal Law. What can employees use their HSA account dollars for? Whether you re enrolled in the HSA1 or HSA2 Plans, you may use the funds in your HSA account to pay for your portion of eligible healthcare expenses. If there is no money in your HSA account, you will be responsible for your healthcare expenses, up to the deductible. Once you reach your deductible, the health plan will pay a portion of your expenses until you reach your out-of-pocket maximum on the health plan. Once you reach your out-of-pocket maximum, the health plan will pay 100% of your eligible healthcare expenses for the remainder of the year. How do I get my money out of the HSA account? HSA accounts established through SelectAccount will be set up with an HSA debit card at no charge to you. Your HSA debit card gives you & your dependents immediate access to available HSA funds. The debit card electronically accesses your HSA account to pay for eligible expenses. You can use your card at merchant locations wherever VISA is accepted. As you incur eligible healthcare expenses, such as prescriptions, you simply present your debit card for payment. The system will validate that you have available funds to cover the transaction. If the funds in your account are not enough to cover the full charges in the transaction, the transaction will be denied. If you know the balance of your account, you can ask the merchant to run a certain amount (up to the current balance) on the debit card and pay the balance of the charges with another form of payment. What if I have more questions? If you have more questions about HSA accounts, visit the benefits website at HEALTH REIMBURSEMENT ACCOUNT (HRA) When you enroll in the HRA Plan, the company contributes funds to a special account, called an HRA account, to help you save for you or your family s healthcare expenses. You, as an employee, may not contribute to your HRA account. Only the company contributes funds to your HRA. You won t pay taxes on any money you receive in your HRA account and any unused money will roll over to the following year, if you remain enrolled in the HRA plan. However, if you leave the company or switch to another health plan, you cannot take your HRA dollars with you. HRAs can also be combined with a medical flexible spending account (FSAs) to help you save even more for your annual healthcare expenses. How does an HRA Account Work? Your account pays first for your healthcare expenses, except for prescription drugs which have a co-pay that you pay the pharmacy. When your HRA Plan goes into effect, the Company funds your account up to a set amount ($300 Employee Only, $600 Employee + One or More Dependents) and you can immediately use those funds to pay for your portion of eligible healthcare expenses. You can also earn deposits into your HRA account through Healthy Rewards. See the RedBrick Health Overview Guide for more information. If there is no money in your account, you will be responsible for your healthcare expenses, up to the deductible, at which time the plan will pay a portion of your expenses, until you reach your out-of-pocket maximum on the health plan. Once you reach your out-of-pocket maximum, the health plan will pay 100% of your eligible expenses for the rest of the year. How do I get my money out of the HRA account? When you enroll in the HRA Plan you will be enrolled for automatic crossover and pay-the-provider. The crossover feature allows the claim to be passed from Blue Cross Blue Shield of Minnesota to SelectAccount for processing out of your HRA, without any paperwork being completed by you. The pay-the-provider feature automatically pays your Blue Cross Blue Shield network doctors, clinics, and hospitals, for eligible expenses, straight from your HRA account. What if I have more questions? If you have more questions about HRA accounts, visit the benefits website at 6

9 DENTAL What dental plans are available? The dental plan is administered by Delta Dental of Minnesota. See the chart below for an overview of the benefits offered under the plans. The company offers two dental plan options to choose from: Dental Plan and Dental Buy-up Plan. Dental Services Diagnostic and Preventive Care Basic Services Endodontics (Root Canal Therapy) Periodontics (Gum Disease Care) Oral Surgery Major Restoratives (Crowns)* Prosthetics (Bridges, Dentures)* Deductible per calendar year Annual Maximum per calendar year Eligible Dependents Dental Plan Your Delta Dental Benefit Use a Delta Dental Provider for highest benefits 100% covered no deductible 80% covered after deductible 80% covered after deductible 80% covered after deductible 80% covered after deductible 50% covered after deductible 50% covered after deductible $50 per covered person $150 per family maximum $1,250 per covered person Legally married spouse and unmarried dependent children through age 18 (up to their 25th birthday, if a full-time student) *12-month waiting period from your date of hire may apply Dental Buy-up Plan Dental Services Your Delta Dental Benefit Use a Delta Dental Provider for highest benefits Diagnostic and Preventive Care 100% covered no deductible Basic Services (including Posterior Resin) 80% covered after deductible Endodontics (Root Canal Therapy) 80% covered after deductible Periodontics (Gum Disease Care) 80% covered after deductible Oral Surgery 80% covered after deductible Major Restoratives (Crowns)* 50% covered after deductible Prosthetics (Bridges, Dentures)* 50% covered after deductible Orthodontics* Available for dependent children ages 8-18 years Deductible per calendar year Annual Maximum per calendar year Eligible Dependents *6-month waiting period from your date of hire may apply 50% covered $1,500 separate lifetime maximum $50 per covered person $150 per family maximum $1,500 per covered person Legally married spouse and unmarried dependent children through age 18 (up to their 25th birthday, if a full-time student) This is a summary of the benefits offered under the dental plans. Please refer to the Summary Plan Description for full details. How much does the dental plan cost? The company will pay part of the cost of the dental plan. We ask that you also contribute for your coverage. Here are the rates for 2016: DENTAL PLAN 2016 WEEKLY RATES Employee Only $ 2.42 Employee + Spouse $ 4.83 Employee + Child/Children $ 5.46 Employee + Spouse + Child/Children $7.89 DENTAL PLAN 2016 BIWEEKLY RATES Employee Only $4.84 Employee + Spouse $9.66 Employee + Child/Children $10.92 Employee + Spouse + Child/Children $15.78 DENTAL BUY-UP PLAN 2016 WEEKLY RATES Employee Only $ 3.78 Employee + Spouse $ 7.42 Employee + Child/Children $8.45 Employee + Spouse + Child/Children $12.10 DENTAL BUY-UP PLAN 2016 BIWEEKLY RATES Employee Only $7.56 Employee + Spouse $14.84 Employee + Child/Children $16.90 Employee + Spouse + Child/Children $24.20 Your coverage premium amount will be automatically deducted from your pay. If you do not make a dental plan election you will NOT be enrolled in dental coverage. How do I use my Delta plan? Identification Cards You will receive an identification card for your Delta plan. Always present your card to your dental office at each appointment. This is very important because your dental claims should be submitted to the Delta Dental Plan of Minnesota. The address and phone numbers are located on the back of your Delta identification card. DENTAL 7

10 VISION - DENTAL Network Providers Our dental plan has two networks: Delta Premier and Delta PPO. Dentists in these networks will not charge more than Delta s maximum allowable amount. Using them can mean lower costs for you. Choosing a Delta PPO dentist may save you even more. When you schedule your next dental appointment, ask if your dentist is participating with the Delta Dental Premier or Delta PPO network. If your dentist does not participate, you may continue to use that dentist, but your cost may be higher. To find a participating dentist in your area, call Delta Dental at or or access the web site address at (Select Delta Premier or Delta PPO). If you call Delta Dental, identify yourself by your group number What if I have more questions? For more information about the Delta Dental plan, go to the benefits website at VISION What is our vision plan called? The vision insurance plan is called UnitedHealthcare Vision SM. It is underwritten by UnitedHealthcare Insurance Company. The company offers two vision plan options to choose from: Vision Plan and Vision Buy-up Plan. What are the vision plan benefits? The vision plan provides coverage for exams, frames and lenses plus discounts for refractive (laser) eye surgery. Your costs are usually lower when you use a UnitedHealthcare Vision SM provider. Here is a brief schedule of benefits: Vision Plan Service/Feature Comprehensive Vision Exam Once every calendar year Eye Glasses Once every calendar year Contact Lenses (in place of glasses) Once every calendar year Refractive Eye Surgery Vision Plan Vision Plan Benefits Using a UnitedHealthcare Vision SM Provider $10 Co-pay Lenses: $25 Co-pay Includes: clear standard lenses, scratchresistant coating, polycarbonate lenses, lenticular, single, bifocal (lined), and trifocal (lined) Frames: $130 retail frame allowance Necessary: $25 Co-pay Elective: $25 Co-pay for popular brands Other Elective: $150 allowance for toric, gas permeable and bifocal contacts Discounted fees from participating UnitedHealthcare Vision SM providers This chart is only an example of some of the benefits offered under the Vision Plan. The Master Contract provides for all benefits, costs and claims processing. Vision Plan Service/Feature Comprehensive Vision Exam Once every calendar year Eye Glasses Once every calendar year Contact Lenses (in place of glasses) Once every calendar year Refractive Eye Surgery Vision Buy-up Plan Vision Plan Benefits Using a UnitedHealthcare Vision SM Provider $10 Co-pay Lenses: $25 Co-pay Includes: clear standard lenses, scratchresistant coating, polycarbonate lenses, lenticular, single, bifocal (lined), trifocal (lined), tints, UV, anti-reflective, photochromatic, transitions, edge coating and progressive Frames: $175 retail frame allowance Necessary: $25 Co-pay Elective: $25 Co-pay for popular brands Other Elective: $150 allowance for toric, gas permeable and bifocal contacts Discounted fees from participating UnitedHealthcare Vision SM providers This chart is only an example of some of the benefits offered under the Vision Buy-up Plan. The Master Contract provides for all benefits, costs and claims processing. How do I use the vision plan? If you choose to use a UnitedHealthcare Vision SM provider, you can find that provider by visiting or calling When you make an appointment with your provider, you will be asked for your identification number. To obtain your unique ID number, place zeros in front of your employee number for a total of 9 digits. (For example if your empoyee number is , your ID number would be ). You will also need your date of birth. The provider will use this information to file your claim. You do not need a member ID card to use your benefits. However, if you d like one, you can easily print one from Simply click on Click Here to Print a Vision ID Card under My Benefits. 8

11 How much does the vision plan cost? Here are the rates for 2016: VISION PLAN 2016 WEEKLY RATES Employee Only $1.59 Employee + Spouse $2.70 Employee + Child/Children $3.38 Employee + Spouse + Child/Children $4.95 VISION PLAN 2016 BIWEEKLY RATES Employee Only $3.18 Employee + Spouse $5.40 Employee + Child/Children $6.76 Employee + Spouse + Child/Children $9.90 Why should I use a UnitedHealthcare Vision SM provider? The vision plan pays for a higher percent of the cost of your benefits when your covered services come from a UnitedHealthcare Vision SM provider. Using a non-unitedhealthcare Vision provider may result in higher costs to you. You should figure out what costs the plan will cover when using a non-unitedhealthcare Vision provider before you choose your provider. VISION BUY-UP PLAN 2016 WEEKLY RATES Employee Only $3.11 Employee + Spouse $4.91 Employee + Child/Children $6.16 Employee + Spouse + Child/Children $9.00 VISION BUY-UP PLAN 2016 BIWEEKLY RATES Employee Only $6.22 Employee + Spouse $9.82 Employee + Child/Children $12.32 Employee + Spouse + Child/Children $18.00 What if I have more questions? For more information about your UnitedHealthcare Vision SM insurance plan, go to the benefits website at VISION OPT-IN FOR ELECTRONIC NOTIFICATIONS You can choose to receive certain benefit plan documents electronically at your personal address or Schwan s address. This can help reduce paper clutter and printing costs. Be sure to sign-up for this option when completing your enrollment. 9

12 WELLNESS WELLNESS Why Wellness? The Company wants employees and their families to be healthy, happy, and safe. That is why we provide several tools and resources to support you and your family in your health and wellness efforts. The Wellness Program is provided as an added benefit at no additional cost to you and available to help support healthy activities such as participating in health assessments and health screenings, completing a smoking cessation program, and exercising at your local fitness club. What benefits are included in the Wellness Program? Health Assessment - The Health Assessment questionnaire is fun and interactive. It takes less than 20 minutes and at the completion, you will receive an in-depth snapshot of your current state of health and recommendations you can take action on to improve it. The completion of the Health Assessment, Health Screening, and Tobacco Declaration* is required of health plan enrolled employees and enrolled spouses to take advantage of the health plan premium reduction in Premium reductions will be effective the first of the following month (based on completion date). Contact RedBrick Health at or visit MyRedBrick.com/Schwan for more information. Health Screening - In order to make the best decisions for your health, you need to be knowledgeable about your current health status. Completing a Health Screening gives you the facts. There are multiple ways to complete your Health Screening. Visit > My Wellness > Health Screening. The completion of a Health Screening by the health plan enrolled employee and spouse (if enrolled) plus the actions described above regarding the Health Assessment and Tobacco Declaration, are a combination of the actions required to enable an employee to receive up to a $600 health plan premium reduction. What are Healthy Rewards? The Company works closely with vendors to provide a variety of resources to help you maintain and improve your health. When you take an active responsibility in your health and commit to making positive changes, it means less dependence on health care, which can lead to lower premiums. Each year, there will be many ways to make a healthy difference. New hires enrolled in the health plan will be eligible to receive rewards based on enrollment date. Contact RedBrick Health at or MyRedBrick.com/Schwan for more information and to learn which Healthy Rewards you are eligible for. You can also visit > My Wellness to learn more. During the 2015/2016 health plan year, you can earn up to $200 ($50/quarter) in Healthy Rewards by participating in Healthy Activities. Rewards will be deposited into your Health Reimbursement Account (HRA) or Health Savings Account (HSA). See the 2015/2016 RedBrick Health Overview Guide for additional information on how to earn Healthy Rewards. Healthy Activities - Once you complete your Health Assessment and Health Screening through the RedBrick website, you will be provided with a HealthMap which includes programs recommended just for you. Your HealthMap will display your Health Assessment score, health numbers provided during your Health Screening, a bank displaying the points you have earned for completing activities and additional activities available to you! Think of your HealthMap as a personalized guide on your journey towards better health. This program is available to all employees and health plan enrolled spouses. Contact RedBrick Health at or visit MyRedBrick.com/Schwan for more information. Healthy Rewards Checklist WHAT & WHO HOW HEALTHY REWARDS Health Assessment (enrolled employee) (enrolled spouse) Health Screening (enrolled employee) (enrolled spouse) Tobacco Declaration (enrolled employee) (enrolled spouse) Access online or via your mobile device at MyRedBrick.com/Schwan or call You have a number of options for completing your Health Screening. Information on all the Health Screening options can be accessed at myschwanbenefits.com > My Wellness > Health Screening or MyRedBrick.com/Schwan. Access online or via your mobile device at MyRedBrick.com/Schwan or call In order to receive your $600 premium reduction* both the health plan enrolled employee AND spouse, if enrolled, must complete the Health Assessment, Health Screening AND declare to be tobacco free. ** *Premium reductions will be effective the first of the following month (based on completion date) for new hires and those who complete after the deadlines listed above. **Or complete a reasonable alternative program. For more information on how to enroll in the program, visit MyRedBrick.com/Schwan or contact Stop Smoking Support directly at BLUE (2583) to enroll. Healthy Activities/Factors (enrolled employee) Complete quarterly Healthy Activities detailed below. $ HEALTHY ACTIVITY HEALTHY REWARDS Up to $50 HRA/HSA deposit per quarter (1 point=$1 into your account) or $200 annual maximum reward opportunity. 10

13 Meet Targeted Healthy Factors KEY MEASURES TARGET POINTS/$$ EARNED PER QUARTER Glucose (Blood Sugar) Fasting <125 mg/dl Non-Fasting <140 mg/dl 15 Body Mass Index (BMI) Between 18.5 and Blood Pressure < 140/90 15 Cholesterol Non-HDL (Non-Fasting) < WELLNESS Employee and Family Resource Program - It is not uncommon for employees to view this as a counseling program only. However, there are a large variety of services that are available through the Empathia LifeMatters Program. While they assist hundreds of people daily through phone and in-person counseling sessions, they offer many other services to our employees and their families, as well. From locating child care, to writing a will, to planning a party, LifeMatters is there to help, 24 hours a day, 365 days a year. This service is available to all employees and their family members. Contact LifeMatters at or visit with the password SFC1 for more information. Tobacco Cessation & Nicotine Replacement Therapy - This program allows you to stop using tobacco, at your own pace, with the help of Quit Coaches. The Quit Coaches are professionally trained to help you quit. There is no pressure, no nagging, only encouragement and a proven plan to help you quit using tobacco. By enrolling in the Tobacco Cessation Program, Nicotine Replacement Therapy (NRT) is covered at no-cost. This program is available to all employees and enrolled BCBS dependents (18 years of age and older). Contact BCBS at or visit www. bluecrossmn.com/schwan for more information. The Company is committed to providing its employees with a safe and comfortable working environment. Therefore, the Company maintains a smoke and tobacco-free environment in all Company owned buildings including all parking lots, common areas and all vehicles owned and leased. Fitness Center Discount Program - Receive up to a $20 per person or $40 maximum per family credit toward monthly membership dues at participating fitness centers. The program is available to employees, spouses and dependents who are age 18 and older and enrolled in a BCBS health plan. Contact BCBS at or visit for more information. The fitness discount is a taxable benefit paid for by the Company. Once the credit has been applied to the membership account, that amount will be added to the employee s taxable income. Maternity Management Program - Moms who get early prenatal care and support during their pregnancy are more likely to have healthy babies. Maternity management support provides education and support to pregnant women so they can achieve the healthiest pregnancies possible. Pregnant women who are at high risk for complications are connected with a dedicated registered nurse to support them during their pregnancy. All pregnant women have access to online tools and resources. This program is available to those enrolled in a Blue Cross Blue Shield (BCBS) health plan. To request further information or to enroll, call BCBS toll free at Flu Shots - Each year, the Company will conduct flu shot clinics at major locations and offer options for those in other locations to get their vaccination. Visit > My Wellness > Stay Healthy for more information. 11

14 FLEX PLAN FLEX PLAN What is a flex plan? A flex plan lets you reduce your taxable income by lowering your taxes through contributing pre-tax dollars in an amount you choose for certain medical and dependent/day care expenses. The flex plan is administered by SelectAccount. There are three components of the Flex Plan which allow you to use pre-tax dollars different ways: Component A: Group Insurance Premiums This component allows you to use pre-tax dollars to pay your share of the premiums through payroll deduction for coverage under Schwan s health, dental, and vision plans. Your disability plan premiums are not paid before taxes so you can receive the maximum tax-free disability benefit available to you if needed. Also, any optional life insurance premiums you may have are not eligible flex plan reimbursements. Component B: Medical Spending Account Expenses which are not covered by your health, dental, or vision plan (or your spouse s plans) may be reimbursed to you pre-tax from this component. These include deductibles, co-insurance/ co-pays, orthodontia, contact lenses/eyeglasses and dental expenses. The complete listing of allowable expenses may be found at Any amount from $200/year up to $2,500/year may be deducted from your pay to be added to your Medical Spending Account. The total annual amount you decide to add to your Medical Spending Account is available for reimbursement regardless of how much money has already been deducted from your pay. Just file a claim form along with required documentation (such as an explanation of benefits or a receipt) and you will be reimbursed with your pre-tax dollars for all eligible expenses. Notice: HRA Health Plan members who have non-covered medical expenses will have those expenses reimbursed from the Health Plan Reimbursement Account (HRA) first. HSA1 and HSA2 Health Plan members may NOT contribute to the Medical Spending Account because you are eligible for a Health Savings Account (HSA). You may, however, participate fully in the Dependent/Day Care Spending Account, as it is not affected by participating in a Health Savings Account (HSA). Component C: Dependent/Day Care Spending Account If you have day care, before or after-school care, nursery school or elder care expenses, you may be reimbursed for them on a pre-tax basis through this component. Any amount up to $5,000/year, per family may be deducted from your check for dependent care. Unlike the Medical Spending Account, funds are only available for reimbursement once they have been deducted from your pay. How do I get my money out of the account? You will need to complete and submit a reimbursement claim form to SelectAccount. These forms can be found online at www. myschwanbenefits.com or at After SelectAccount receives and processes your eligible claim, you will be reimbursed. Just mail or fax your claim forms along with any needed supporting documentation, such as receipts, to: SelectAccount W Blue Cross Rd P.O. Box St. Paul, MN Fax: You may request extra claim forms by calling SelectAccount Customer Service at or visit Claims are processed daily. Pay-The-Provider The pay-the-provider feature automatically pays your Blue Cross Blue Shield network doctors, clinics, and hospitals, for eligible expenses, straight from your Medical Spending Account. You are automatically signed up for this feature. If you wish to opt out of this feature, contact SelectAccount at or visit If you opt out of the pay-the-provider feature, you can have your checks sent to your home or have them deposited directly into your checking or savings account. Your reimbursement checks will be sent to your home within five (5) working days of being processed. If you opt out, it will be your responsibility to pay your provider. What does crossover mean? Crossover means paperless! The crossover feature of our Medical Spending Account reimburses you without filing a claim for eligible expenses not covered by our Blue Cross Blue Shield of Minnesota health and/or Delta Dental plans. Eligible health, dental and prescription drug claim reimbursements will be paid to you weekly. You are automatically signed up for crossover. If you wish to opt out of crossover, contact SelectAccount Customer Service at or visit What else should I know? Plan Carefully! After the close of the year, on December 31, you have an additional 2 ½ months, until March 15, to incur eligible dental, preventive and vision expenses for reimbursement through your Medical Spending Account. Claims must be filed by March 31 for unused money contributed during the calendar year. After that, any unused amounts will be forfeited. Unused amounts may not be carried over to the next plan year and may not be used for an expense for which they were not originally intended. For example, if you decided to set aside $2,000 in Component C (Dependent/Day Care account), it may not be used to reimburse you for Component B (Medical Spending Account). However, there are certain qualifying events which will let you change how your money is deducted during the plan year. They include marriage, divorce, death of spouse or dependent, birth or adoption, changing from full-time to part-time or vice versa and others. What if I have more questions? If you have questions about your group insurance deductions/flex plan, go to the benefits website at 12

15 BASIC LIFE AND AD&D What is the name of our Basic Life and AD&D plan? The Basic Life plan is called just that Basic Life and AD&D. It is underwritten by Minnesota Life Insurance Company. What are the benefits? Your Basic Life and AD&D (Accidental Death and Dismemberment) insurance benefit is one and a half times your annual earnings. However, you may not have less than a $12,500 benefit or more than a $1 million benefit in this plan. How much does it cost? The company pays 100% of the premium for you. What does AD&D mean? AD&D stands for Accidental Death & Dismemberment. It provides additional money if you die due to an accident or have OPTIONAL LIFE a covered loss as a result of an injury. All or part of the AD&D may be paid out if death occurs within 365 days of the accident or if one or more covered losses results. A covered loss includes loss of sight in one/both eyes, both hands, paraplegia (paralysis of both lower limbs), speech and hearing loss, etc. Your policy certificate has more detail on how your AD&D benefit works. Can my dependents have this plan? This plan is for employees only. If you wish to have life insurance on your dependents, you may purchase some through the Optional Life plan offered by the company. What if I have more questions? For more information about your Basic Life and AD&D plan, go to the benefits website at BASIC LIFE AND AD&D - OPTIONAL LIFE What is the name of our Optional Life plan? The company provides the Optional Life and Accidental Death & Dismemberment (AD&D) plan for you and your dependents. It is underwritten by Minnesota Life Insurance Company. What are the benefits and how much coverage can I have? Elect the following Optional Term Life and Accidental Death and Dismemberment (AD&D) Spouse Optional Term Life Child Term Life Elect $20,000 or increments of $50,000 up to $1,000,000 Elect $10,000 or increments of $25,000 up to $250,000 Elect increments of $2,500 up to $10,000 Employee may elect an optional matching AD&D benefit Age reductions apply 1 Spouse coverage may not exceed 100% of the employee s total amount of coverage Age reductions apply 1 Children are eligible from live birth to age 19, or age 25 if a full-time student at an accredited postsecondary school If your spouse or child is eligible for employee coverage, they cannot be covered as a dependent. Only one employee may cover a dependent child. 1 Beginning at age 70, coverage reduces to a percentage of the amount in effect prior to age 70: to 65 percent at age 70 and to 50 percent at age 75. Special Features 1. Dependent Stand-Alone Coverage Employees may purchase life coverage for their eligible dependents without having optional life coverage themselves. 2. Accelerated Death Benefit This feature is available if a covered person becomes terminally ill, qualifies for the waiver of premium and death is expected within 12 months. You will be able to apply for up to 100% of the insured s current life amount to help with current expenses. 3. Beneficiary Financial Counseling - Your plan includes this financial counseling service at no cost to family members in the event of death or terminal illness. 4. Waiver of Premium If a covered person is totally disabled while under the age of 60 (as defined in your contract) for 180 days or more, premium payments may be waived if applied for. Satisfactory proof of loss is required. 5. Portable/Convertible If you are no longer an employee of the company, you may take your Optional Life plan with you. Are any Optional Life amounts guaranteed issue? Yes, in some cases life insurance coverage will be issued without medical history questions. That coverage is called guaranteed issue. The chart below gives the guaranteed issue guidelines. Who is Applying Optional Life Guaranteed Issue Amount (No EOI needed) New Employees $250,000 Spouse $50,000 Child(ren) All amounts applied for Do I need to answer health questions? Possibly. Amounts elected over the Guarantee Issue will need Evidence of Insurability (EOI) to be submitted. If it is determined that you need to provide EOI for some or all of your elected coverage, Schwan s will provide an EOI form and information on how to complete it. Coverage requiring EOI approval becomes effective on the date your EOI is approved by Minnesota Life. 13

16 OPTIONAL LIFE How much does it cost? That depends on how much insurance you buy. First decide how much Optional Life/AD&D insurance you want. As an employee of the company, you may buy up to $1 million in coverage. The minimum you may buy is $20,000. The spouse coverage maximum is $250,000 and not to exceed 100% of the employee s total group life amount (Basic Life plus Optional Life). The spouse coverage minimum is $10,000. Your children may also be covered. Second, find your age/your spouse s age on the chart below. Follow over to columns A-C, whichever applies to you, and find the rate that correlates to you or your spouse s age. That rate tells you how much you have to pay per $1,000 increment (for the employee and spouse). Third, decide if you want the AD&D coverage. AD&D stands for Accidental Death and Dismemberment. It provides an additional benefit (equal to your Optional Life amount) if you suffer dismemberment, paralysis, loss of sight, speech, hearing or accidental death. AD&D coverage is not available for dependents. Age Employee/Spouse Under & over Optional Term Life and AD&D Chart Weekly Cost per Increment of Insurance Employee WITHOUT matching AD&D Cost/$1,000 Increment Employee WITH matching AD&D Cost/$1,000 Increment Spouse No AD&D available Cost/$1,000 Increment Child(ren) No AD&D available Cost/$2,500 Increment Ages: Birth - 18 years = $.070 / $2,500 (see above chart) Notice: If you and your spouse are both employees of the company, you may not cover your spouse under the dependent life plan. Your spouse may not apply for coverage if he/ she is disabled according to the terms of this plan. Your children may be covered under one plan only. Other Optional Life Plan Information After you become insured, you will receive a group insurance certificate containing a detailed description of the insurance coverage including the definitions, exclusions, limitations, reductions and terminating events. The controlling provisions will be in the group policy issued by Minnesota Life. Are there any other benefits with this coverage? There are additional benefits such as Seat Belt Benefit, Family Benefits Package, Felonious Assault Benefit and Public Transportation Benefit. Please see the Minnesota Life Group Term Life Certificate for additional details. Will insurance benefits be reduced as I grow older? Under this plan, your life coverage reduces to 65% of the coverage amount at age 70 and to 50% of the coverage amount at age 75. This reduction also applies to the spouse life coverage. What if I become totally disabled? Minnesota Life may continue your Optional Life insurance without payment of premium if you are insured under the group policy and 1) become totally disabled while under the age of 60 and 2) complete the waiting period of 180 days. Satisfactory proof of loss is required. 14